In a recent article about mental health in the workplace, we wrote about the fast-growing numbers of people affected by mental disorders, especially depression. A recent study published by the BBC found that depression is the second most common cause of disability worldwide, right after back pain. Any employer should therefore be interested in the issue of mental health - whether his employees are suffering from mental disorders or not, or whether they are just keeping silent about it. A key role in this context is played by the human resources departments.
Depression
In simple terms, depression is a mood disorder. From the medical point of view, however, it is an illness involving a wide range of symptoms, from experiencing a low mood which complicates our daily activities to life-threatening thoughts and a severe psychological condition when the afflicted person cannot take care of himself or herself. An employee suffering from depression loses interest in his activities and can hardly perform his tasks. It is difficult for him to do even the simplest things such as come to work early. He seems irritable, unable to make a decision about anything, and has no interest in talking about his feelings. Other people may mistakenly interpret such behavior as unprofessional and lazy.
The exact cause of depression is not known. Most often, depression is caused by malfunctioning chemical processes in the brain or by a response to major life events. Depression may also be caused by other diseases or by certain medications. In connection with work, depression may be caused or worsened by the pressure associated with the possible loss of a job, long working hours, dealing with difficult situations, unrealistic goals, etc. The treatment of depression is a matter of at least several months. It is treated using medication and psychotherapy.
What HR can do
According to the HR Zone website, HR professionals should assist employees suffering from mental disorders in the performance of their work as well as when returning to work after sick leave. They should start with open communication within the company and with changing the corporate culture towards a greater work flexibility. Employees should not be afraid to talk with HR professionals and their direct superiors about their health. Managers should be trained to understand that mental disorders can have different symptoms in different situations, and therefore each case must be addressed individually.
1. Do not assume anything
Employees suffering from only a mild form of depression can carry out their work almost as well as before the start of their depression. Their ability to work can therefore not be assessed only on the basis of the diagnosis of depression.
2. Maintain confidentiality
The information about the health of employees is strictly confidential. Neither HR professionals nor direct superiors are allowed to spread this information without the consent of the particular employee. They would only lose confidence, and this would probably even worsen the health of the person concerned.
3. Create individual action plans
The plan should be established by the employee and his manager. It should cover three major areas of information: 1) impact of the mental disorders on the employee's work performance, 2) triggers at the workplace and warning signals, 3) specific actions on the part of the employee and the manager. In the case of an employee who is not able to carry out his job for some time, an individual return-to-work plan should be created.
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